Establishing clarity and consistency in performance expectations
To strengthen the alignment between individual contributions and organisational strategy, a structured goal-setting and cascading framework was introduced across the business. Recognising the diverse nature of functions within the organisation, the framework categorised all teams into three distinct types: Strategic, Tactical, and Transactional. Each category was assigned differentiated weightages for goal alignment, reflecting their unique impact on business outcomes
Driving alignment through a cascading goal-setting process
The initiative was guided by four core principles: strategic alignment, consistency in goal language, differentiated weighting by function type, and measurable accountability through SMART goals. A classification model was developed to define each function’s role—ranging from enterprise leadership (Strategic), to business enablers (Tactical), to execution-focused teams (Transactional). Using this model, tailored weightages were applied to each category (e.g., Strategic teams had 60% of their goals tied to enterprise priorities), creating a structured yet flexible architecture that could scale across the organisation. The process began at the executive level, where annual business priorities and KPIs were translated into high-level strategic objectives. These were then mapped to business divisions and support functions based on their role classification. Department-level goals were created to reflect tactical deliverables, with clear dependencies identified across teams. At the individual level, SMART goals were embedded into performance plans—ensuring direct alignment to team and business priorities while also incorporating behavioural and leadership expectations where applicable.
Benefits delivered: Delivering measurable impact and improved engagement
The initiative delivered significant improvements in performance alignment and employee engagement. Over 75% of employees completed the goal-setting process within the first 45 days. The new framework created a stronger line of sight from individual performance to company strategy and fostered collaboration between strategic and operational teams. It also laid the foundation for more structured mid-year reviews and year-end calibration, establishing a repeatable, scalable performance management approach.
